An overview of three generational cohorts, boomers, generation x and generation y -- the similarities with how they approach work and what it will take to attract and retain them

1. Connect + Engage The Generations @ Work Peter Reek . Principal Smart Savvy + Associates Direct - 604.639.5446 peter@smartsavvy.ca

2. “Each generation imagines itself to be more intelligent than the one that went before it , and wiser than the one that comes after it.” ~ George Orwell

4. Boomers /Generation Jones

5. Generation X

6. Generation Y

7. Focus on the similarities/common ground

8. Ingredients for engaging and becoming Employer Of Choice

10. Generation Jones 1955 – 1964 (45-56 yrs)

11. Generation X 1965 – 1979 (31– 45 yrs)

13. Famous X’ers

14. Famous Boomers (Later Stage/Generation Jones)

15. Famous Boomers (Leading Edge)

17. Key Values & Concerns

18. Current & Next Life Stages

19. Emotions & Affinities

20. Physiographic Profiles

22. Princess Diana

23. 9/11

24. Iraq War

25. Columbine

26. Life Stage

27. Early Stage Career

28. Recent Grad

29. University (Grad School)

30. Marriage (28/29)

31. First child

33. AIDS Crisis

34. Challenger Explosion

35. Fall of Berlin Wall

36. Tiananmen Square

37. Life Stage

38. Home ownership

39. Child rearing

40. Divorce and remarriage

41. Career changes

42. Busiest time of their life

44. Watergate

45. Assassinations of John Lennon, MLK and JFK

46. Royal Wedding

47. Famine/Band Aid

48. Iran Hostage

49. Vietnam/Woodstock

50. Life Stage

51. Child rearing later years

52. Long runway (career growth)

53. Retirement planning

54. Empty nesting (early stages)

55. Grand parenting

57. Loyalty vs. Quest (conflict)

58. Multi-cultural ease

59. Networking by nature

61. They have grown up texting (no need for planning sessions – let’s do this)

62. They may be smart but they are not necessarily wise (most seem to know that)

63. Recognize value of mentorship

64. They can multi-task

66. Give them feedback (American Idol)

67. Be Strategic (Survivor /Amazing Race)

68. Anything is Possible (Bachelor)

69. Life should be ‘good’ enough to be on TV (The Hills)

70. Build alliances

71. Resilient

72. Dare to try new things

74. Working Longer

75. From ‘Me’ to ‘We’ – Volunteer

76. Yearning for Flexibility

78. Extraordinary amount in common

79. The Boomers are used to parenting the Y’s

80. The Y’s tend to like their parents

81. Net result = Many similarities in values

82. The Y’s don’t want the Boomers Jobs (they want better ones)

83. Boomers are beyond feeling threatened

85. 10 Reasons Gen X’ers Are Unhappy at Work Careers got off to a late start During teens witnessed adults being laid off Most corporate careers narrow at the top Just their luck – economy was slow when they started and it is slow now Pesky Gen Y’s

86. 10 Reasons Gen X’ers Are Unhappy at Work Surrounded by love fest (Ys and Boomers) Believe it or not they are the conservative ones holding down the fort Fearful at pace of technology Boomer Parents of Y’s Their own parenting pressures are at a peak (life is busy)

88. Resourceful and hardworking

89. Take commitments seriously

90. Resilient

91. Well-nurtured networks

92. Operate comfortably in the global and digital world

93. Richly multi-cultural

94. Always looking for a different way forward

96. Active interest in your people’s lives (both @ work and outside of work)

97. Make an investment in them as team members and individuals

98. Help them figure out where they are headed/where their strengths are

101. High degree of flexibility

102. Bonus managers based on financial and human resource targets

104. Give top performers accelerated development opportunities and differentiated compensation

105. Deal with under performers

107. Understand recognition as key driver of employee satisfaction

108. Ensure frequent two-way communication with team

109. Engage alumni

111. Autonomy and independence

112. Action and results

113. Challenge, risk and innovation

115. Social Networking www.hello.bah.com

116. Re-emergence of the sabbatical

117. Houston Texas – Flex in the City Events

119. Opportunity to make an impact

120. Participate at strategic level

121. Ownership

122. Work with smart people/ be part of a winning team

123. Exercise the power to create (a powerful driver)

125. Which companies are leading the way/doing it well when it comes to people innovation?

126. Where will your organization have to shift if there are going to be an employer of choice (with drawing and staying power)?

128. What are the key things the companies you have worked for have done to hold your attention and keep you engaged?

130. How does this all translate into:Retail environments Unionized environments

131. Resources Harvard Business Review video interviews: Managing Generation Y - Tammy Erickson What Motivates Gen Y and Boomer Talent - Sylvia Ann Hewlett I made use of several of the from Tammy Erickson’s Harvard Business Review blog entitled Across the Ages Specifically: Career Advice for Generation X A Hard Look at the Options Ahead: The Reality of the Changing Workplace-What's in Store for Generation X? Why Generation X Has the Leaders We Need Now Other Blog Posts: Let Gen Y Teach you Tech – Sylvia Ann-Hewlett, Laura Sherbin & Karen Sumberg In hard times, recommit to flex time – Sylvia Ann Hewlett Power Point Presentations (CDN Content) Understanding Generational Differences – Beyond The Stereotypes by Michelle Dagino You, Me and Them: Dealing with Generational Differences in the Workplace by Dr. Linda Duxbury